Improving Gender Diversity Research Articles

Improving gender diversity through financial resilience

Improving gender diversity through financial resilience

Mapping the Evolution of Digital Health Research: Bibliometric Overview of Research Hotspots, Trends, and Collaboration of Publications in JMIR (1999-2024).

While bibliometric studies of individual journals have been conducted, to the best of our knowledge, bibliometric mapping has not yet been utilized to analyze the literature published by the Journal of Medical Internet Research (JMIR). In celebration of the journal's 25th anniversary, this study aimed to review the entire collection of JMIR publications from 1999 to 2024 and provide a comprehensive overview of the main publication characteristics. This study included papers published in JMIR during the 25-year period from 1999 to 2024. The data were analyzed using CiteSpace, VOSviewer, and the "Bibliometrix" package in R. Through descriptive bibliometrics, we examined the dynamics and trend patterns of JMIR literature production and identified the most prolific authors, papers, institutions, and countries. Bibliometric maps were used to visualize the content of published articles and to identify the most prominent research terms and topics, along with their evolution. A bibliometric network map was constructed to determine the hot research topics over the past 25 years. This study revealed positive trends in literature production, with both the total number of publications and the average number of citations increasing over the years. And the global COVID-19 pandemic induced an explosive rise in the number of publications in JMIR. The most productive institutions were predominantly from the United States, which ranked highest in successful publications within the journal. The editor-in-chief of JMIR was identified as a pioneer in this field. The thematic analysis indicated that the most prolific topics aligned with the primary aims and scope of the journal. Currently and in the foreseeable future, the main themes of JMIR include "artificial intelligence," "patient empowerment," and "victimization." This bibliometric study highlighted significant contributions to digital health by identifying key research trends, themes, influential authors, and collaborations. The findings underscore the necessity to enhance publications from developing countries, improve gender diversity among authors, and expand the range of research topics explored in the journal.

Back to Industry—Evaluating Women’s Return to Chartered Accreditation Post-Maternity in the Built Environment Sector Professions

Efforts have been made to improve gender diversity in the built environment professions. This sector continues to experience growth restrictions due to skill shortages. Some progress has been made at the entry level; however, the retention of women in professional roles within this sector continues to present a challenge. Support for women during maternity, upon return to work and while working with family has been identified as a barrier to women’s progression in this sector. Professional bodies are uniquely placed to support their female members. Therefore, this study had two aims: to examine current professional body support for members during and after maternity leave and to examine the experiences of female professionals, who have taken maternity leave whilst holding membership in a built environment professional body. This study adopted an embedded, mixed-method design, using a secondary, qualitative data set to augment the primary, quantitative data set, within one phase. Surveys were distributed directly to professional bodies and to professionals via social media (LinkedIn). The survey of the professional bodies identified a varied approach to maternity support. The professional member survey identified a lack of awareness of available support, and generally the need for more support during maternity and on return to work. In summary, professional bodies in the built environment could improve maternity support for members by improving communication and achieving parity in support across the various disciplines.

Female interns are not choosing radiology as a career-national survey providing insights into gender imbalance.

Women are under-represented in Radiology, both globally and in Ireland. An annual review of the medical workforce in Ireland for the year 2021-2022 revealed that although the overall gender breakdown of trainees is similar, with 56% female and 44% male trainees, certain specialities have disproportionate numbers of a given gender. Females only account for 38% of Irish Radiology trainees, one of the lowest of all the specialties. The cause for this disparity is likely multifactorial, but a lack of interest inapplying for Radiology training by female doctors is a possible cause. The objectives of this study were to identify specific factors that attract or deter intern doctors from considering a career in Radiology and to identify underlying gender-specific differences. Anonymous online surveys were distributed to 50% of the intern population in Ireland between May and June 2022. The survey included questions on demographics, prior radiology exposure, and dedicated multiple-choice questions for those either considering or not considering radiology, which were subdivided into potentially influencing factors. Two-hundred-seven interns responded giving a response rate of 48.3%, which totalled almost 25% of the interns in Ireland. For those interns considering radiology, significantly more male interns (n = 24/67, 35.8%) are considering radiology compared with females (n = 26/139, 18.71%), (p < 0.009). Significantly more females were deterred by the perception of radiology as a male-based speciality (p < 0.004). Significantly fewer females are considering radiology, deterred by physics knowledge, use of technology, and, significantly, by the perception of radiology as a male-dominated speciality. This survey highlights important reasons that female interns are deterred from radiology. It will help direct future medical training and doctor recruitment policies, with a view to addressing the ongoing gender disparity in the Irish radiology workforce. Women are under-represented in the Irish and global Radiology workforce. Female interns are dissuaded from Radiology as a career by their perception of Radiology as male-dominated. This survey will shape medical training and doctor recruitment policies to improve gender diversity in radiology.

Comparison of Gender Diversity Among Spine Surgeons in the Japanese Society for Spine Surgery and Related Research and the Neurospinal Society of Japan: A Descriptive Study Through Secondary Analysis of Aggregated Data.

This was a descriptive study through secondary analysis of aggregated data. This study aimed to describe changes in women's membership in the Japanese Society for Spine Surgery and Related Research (JSSR) for orthopedic surgery and the Neurospinal Society of Japan (NSJ) for neurosurgery over the past decade and make predictions for the future. Although the ratio of women physicians in the field of spine surgery is known to be low worldwide, there is a lack of detailed surveys in Japan. We sent emails to the JSSR and NSJ secretariats to verify membership information (gender and age) from 2013 to 2022. Using ordinary least squares, we projected the years it would take for the JSSR and NSJ to achieve a gender diversity ratio of 30%. In 2013, the percentage of women in JSSR and NSJ was 2.3% and 2.7%, respectively. However, after 2018, the percentage of women in NSJ will be higher than in JSSR, rising to 2.7% in JSSR and 4.7% in NSJ by 2022. It would require 101 years for the NSJ and more than 1,000 years for the JSSR to realize 30% gender diversity. JSSR and NSJ have low percentages of women. Improving gender diversity is an important issue for both societies, and they may collaborate on finding a good solution. Both the JSSR and NSJ societies need to actively address gender diversity and become more attractively represented in society for the next generation of spine surgeons.

Impact of board gender diversity on performance of public sector vis-à-vis private sector banks in India

PurposeThe Companies Act of 2013 stressed upon gender diversity in the board of management considering the significant role of women toward the success of an organization. Following it, both public and private sector banks in India implemented the act from 2015 onward. This study aims to investigate whether its implementation has improved board gender diversity uniformly across public and private sector banks. Furthermore, the authors study the impact of board gender diversity on the performance of public and private sector banks in India.Design/methodology/approachSecondary data on listed Indian commercial banks for the period 2015–2021 have been used in this study that encompasses 15 commercial and 12 public sector banks. Return on assets, return on equity and Tobin’s Q are considered as the banking performance indicators in this study, while gender diversity of the board is measured by using Blau index. Furthermore, generalized method of moments has been adopted to analyze the effect of board gender diversity on performance of the Indian banking sector.FindingsEmpirical results exhibit that board gender diversity has been gradually improving since 2015 in both public and private sector banks in India. However, board diversity in case of public sector banks is seen to be lower than that of private sector banks. Furthermore, this study found a significant impact of board diversity on the performance indicators of both public and private sector banks.Practical implicationsThis study gives a clear picture that board diversity of both public and private banks has remained quite low over the years. Apparently, women representation has been found to be less than 50% throughout the period of 2015–2021. As board diversity has significant impact on banking performance, it is important on the part of banks to take proper steps to improve the board diversity.Originality/valueThis study has added to the existing literature by highlighting on the divergence between gender diversity across public and private sector banks in India. It emphasizes on the need to improve gender diversity by a significant increase in the proportion of women in the board to create an impact on decision-making.

Investigating the Impact of Gender on Leadership Styles and Career Progression in the Malaysian Workforce

Gender diversity in leadership is a critical issue worldwide, and its impact on organizational performance and productivity has been extensively studied in various contexts. In Malaysia, where gender equality is still a work-in-progress, understanding the relationship between gender and leadership is particularly pertinent. This research seeks to provide an overview of the current state of research on the impact of gender on leadership styles and career progression in the Malaysian workforce, identify gaps in knowledge and suggest future directions for investigation. Specifically, this research explores the theoretical framework that underpins gender and leadership styles, outlines the methodology used for investigating gender and career progression in the Malaysian workforce and presents the findings and implications of this research. Finally, this research suggests strategies and interventions to improve gender diversity and enable women's leadership development in Malaysia.

A path to success: educational board diversity and its influence on MENA banks’ efficiency and stability

PurposeThis paper aims to examine how the diversity of educational levels within bank boards influences the efficiency and stability of banks operating in the Middle East and North Africa (MENA) region. Unlike previous studies, this analysis also investigates the role of board gender diversity in moderating the relationship between board educational level diversity and bank efficiency and financial stability in MENA.Design/methodology/approachIn this study, a sample of 77 banks in the MENA region spanning the years 2011 to 2018 is used. The relationship between the presence of highly educated directors on the board, bank efficiency and stability is assessed using the ordinary least squares method. Additionally, the authors use the Generalized Method of Moments technique to correct endogeneity problem.FindingsThis study establishes a positive association between the presence of directors with advanced educational backgrounds on bank boards and bank efficiency and stability. Furthermore, the inclusion of women on the board strengthens this relationship.Practical implicationsThese findings have important implications for policymakers and regulators in the MENA region, suggesting that promoting diversity policies that encourage the participation of highly educated directors on bank boards can contribute to enhanced efficiency and financial stability. Policymakers may also consider implementing quotas or guidelines to improve gender diversity in board appointments, thereby fostering bank performance in the region.Originality/valueThis study stands out for its innovation and distinctiveness, as it delves into the connection between board educational level diversity and bank efficiency in the MENA region. Notably, it surpasses previous research by investigating the moderating role of board gender diversity, thus offering valuable insights into the complex interplay between these two facets of board diversity. This contribution enriches the existing literature by providing novel perspectives on board composition dynamics and its influence on bank efficiency and stability.

Perspectives on gender diversity in the Australian valuation industry: experiences and insights from management and senior leadership

PurposeThis paper examines gender diversity in the Australian valuation industry from the perspective of valuers in senior management and leadership roles and discusses gender diversity policies and practices in their organisations. Then, it explores the initiatives that can be implemented to improve gender diversity in the Australian valuation industry.Design/methodology/approachA focus group discussion was conducted with valuers in senior management and leadership roles from selected large valuation firms and government valuation agencies in Melbourne, Australia. Data collected through the focus group discussion was combined with secondary data sourced from journals, online articles and archival materials.FindingsThe findings reveal that whilst gender diversity in the Australian valuation industry has improved over the years, females remain underrepresented. Nonetheless, whilst some valuation companies have recognised the need to address the underrepresentation of women and introduced specific gender-focussed human resource policies and practices, these initiatives are not streamlined and implemented across the industry.Research limitations/implicationsThe study highlights the need for closer collaboration between key stakeholders such as universities, professional associations, valuation companies and government agencies in devising strategies to attract female talents into the valuation industry.Originality/valueThe paper is the first empirical study to assess gender diversity in the Australian valuation industry from the perspective of valuers in management and leadership roles. The proposed policies can inform future initiatives to improve gender diversity in the valuation industry.

Gender diversity in pediatric surgery: academic ranks and scholarly productivity amongst pediatric surgeons.

Despite a growing number of women entering medical school, a small proportion of women pursue surgical specialties, including pediatric surgery. This multi-center study assesses gender-based differences in measures of scholarly productivity and distribution of faculty positions. This is a retrospective web-based study of all pediatric surgeons at twelve large institutions across the United States. Data published by the American Association of Medical Colleges was compiled and analyzed to understand the gender distributions of medical students, general surgery residents, and pediatric surgery fellows. P-values were calculated using two-sided Student's independent t-tests and chi-squared tests. There have been a growing number of women applying into pediatric surgery, but the proportion of women matriculating into these fellowships is not concordant. Women are still underrepresented (28%) amongst the pediatric surgeon workforce. A total of 111 pediatric surgeons were identified for this study, which included 31 women (28%) and 80 males (72%). There was a significant difference in the distribution across academic ranks between genders (p < 0.001). Women had significantly fewer publications per year after residency, fewer total publications, and a lower h-index in comparison to men (p < .001, p = .005, p = .002, respectively). Women are not only underrepresented in pediatric surgery, but there are also significant differences in the distribution of faculty positions and scholarly productivity when comparing men and women. There is a pressing need to improve gender diversity and identify barriers that may prevent women from advancing to leadership positions and achieving professional success.

Recruiting, retaining, and advancing women in policing: Lessons learned from the IAWP Gender-Responsive Policing Summit

Abstract Despite persistent support for increasing gender diversity in US policing, women remain underrepresented. Yet, barriers to women in policing are not universal. Many police organizations in the USA and internationally have implemented promising gender-responsive approaches. The International and Nebraska Associations of Women Police (IAWP/NAWP) and UN Women convened a Gender-Responsive Policing Summit to share successful efforts to improve recruitment, retention, promotion, and wellness of women in policing. Researchers conducted systematic observations of Summit sessions, paying particular attention to solutions offered to advance gender-responsive policing. This instrumental case study summarizes lessons learned based on multistage inductive coding of Summit observation notes. Themes emerged around strategic planning and data use, leadership and promotion, health and wellness policies, associations, and support initiatives. This study provides real-world strategies police agencies can use to improve gender diversity, informed by police professionals committed to improving women’s experiences in policing on an international scale.

Exploring the Critical Barriers Towards Women Participation in Surveying and Geo-Informatics Practices

Surveying and geo-informatics stand as a significant field at the intersection of science, technology, and spatial management, playing a crucial role in informing decision-making across various industries. However, the surveying and geo-informatics field suffers from the underrepresentation of women professionals. This underrepresentation carries significant implications hindering diversity of knowledge and skills. In order to build a more inclusive and equitable professional environment, the study aims to identify and analyse the identified barriers to offer insight and strategies to enhance women's participation. Data were gathered using a mixed-methods (sequential exploratory) approach, which included interviews and structured questionnaires (five Likert scale) with professionals in the field. Twenty-five participants and 138 responses were considered for the study. Statistical tests such as Cronbach's Alpha, mean ranking, one sample t-test, Chi-square, Kruskal Wallis, and factor analysis were conducted to investigate the significance and relationship between the identified barriers. The result shows that the participation of women in the surveying and geo-informatics field is low. Similarly, the study shows that the barriers are critical to the participation of women in the field, considering their significance level. In addition, a rotation of the component matrix reveals three dimensions: equity and inclusion, career advancement and assistance, and gender equality and empowerment. These factors offer a thorough foundation for comprehending the many difficulties women in the field encounter. The study developed various strategies tailored to mitigate each barrier component. The findings of this study add to the body of knowledge on gender differences in surveying and geo-informatics practises and offer policymakers, organisations, and stakeholders valuable insights. Eliminating these obstacles will improve gender diversity, encourage inclusivity, and fully utilise the talents of women, ultimately resulting in a more innovative and sustainable surveying and geo-informatics profession in Nigeria.

Women on Boards Scale: Cordons and Catalysts to Enter Boardroom

The underrepresentation of women on corporate boards and its influencers is an under-researched area in Asia, with the absence of standard scales measuring the catalysts and cordons for women’s career progression to boards. The research paper aims to develop and validate a multidimensional scale to measure the influences impacting women’s representation on boards in the Indian context. A pool of items was generated after a thorough review of existing literature and discussion with the experts. The Women on Boards Scale (WOBS) was constructed and validated based on a quantitative study of 509 female and male employees working in companies in Delhi and NCR. Exploratory factor analysis and confirmatory factor analysis techniques were applied for the study. The study confirms the structure of major barriers as individual, societal, and organisational barriers, along with the entry barriers that women face during entry or re-entry into the organization and enablers as well for women to reach boards. A comprehensive scale was constructed with significant psychometric properties to measure the barriers and enablers for women to reach boards. The scale provides a robust and useful tool for policymakers and corporations to improve gender diversity on corporate boards.

Characterizing Gender and Leadership Trends Among Mohs Micrographic Surgery Fellowship Directors.

Fellowship directors (FDs) play a key role in shaping Mohs micrographic surgery (MMS). Studies characterizing director trends are lacking and may provide a framework for improving gender diversity. To explore characteristics of FDs and trends in gender of both fellows and FDs over time. The authors compiled a comprehensive list of FDs and fellows for all Accreditation Council for Graduate Medical Education-accredited Micrographic Surgery & Dermatologic Oncology programs from 1996 to 2023. Publicly available data from various internet sources from February 1, 2023 to May 30, 2023 were used to assess characteristics of MMS FDs. The percentage of female FDs increased from 6% to 25% from 1996 to 2023. Female directors were more likely to select female fellows than male directors ( p = .0002) and had fewer years between fellowship completion and FD appointment (9.1 ± 4.7 years) compared with male directors (13.6 ± 8.8 years; p = .036). H-index, program type, and academic rank were similar between male and female directors. Although gender parity among MMS trainees has been achieved, discrepancies remain in the gender composition of FDs. Further studies are required to determine why women are underrepresented as FDs.

A bibliometric analysis of Community Dentistry and Oral Epidemiology: Fifty years of publications.

In celebration of the journal's 50th anniversary, the aim of the study was to review the whole collection of Community Dentistry and Oral Epidemiology (CDOE) publications from 1973 to 2022 and provide a complete overview of the main publication characteristics. The study used bibliometric techniques such as performance and science mapping analysis of 3428 articles extracted from the Scopus database. The data were analysed using the 'Bibliometrix' package in R. The journal's scientific production was examined, along with the yearly citation count, the distribution of publications based on authors, the corresponding author's country and affiliation and citation count, citing source and keywords. Bibliometric network maps were constructed to determine the conceptual, intellectual and social collaborative structure over the past 50 years. The trending research topics and themes were identified. The total number of articles and average citations has increased over the years. D Locker, AJ Spencer, A Sheiham and WM Thomson were the most frequently published authors, and PE Petersen, GD Slade and AI Ismail published papers with the highest citations. The most published countries were the United States, United Kingdom, Brazil and Canada, frequently engaging in collaborative efforts. The most common keywords used were 'dental caries', 'oral epidemiology' and 'oral health'. The trending topics were healthcare and health disparities, social determinants of health, systematic review and health inequalities. Epidemiology, oral health and disparities were highly researched areas. This bibliometric study reviews CDOE's significant contribution to dental public health by identifying key research trends, themes, influential authors and collaborations. The findings provide insights into the need to increase publications from developing countries, improve gender diversity in authorship and broaden the scope of research themes.

Characterizing gender trends in head and neck fellowship graduates from 2008 to 2018.

Evaluation of potential gender gaps among Head and Neck (H&N) surgeons can highlight areas for increased support of female H&N surgeons and improve gender diversity within the subspecialty. To evaluate gender trends in representation and career trajectory among recent H&N surgery fellowship graduates. This cross-sectional analysis included graduates from Head and Neck Surgery fellowships accredited by the American Head and Neck Society (AHNS) from 2008 to 2018. Additional demographic data was collected via publicly available websites including gender, years in practice, practice location, type of practice, h-index, and academic rank. The primary outcomes were the proportion of female Head and Neck fellowship graduates and gender trends in career trajectory and academic productivity (via h-index). Between 2008 and 2018, 449 surgeons graduated from Head and Neck surgery fellowship with females comprising 99 of 449 graduates (22%). Female representation increased from 1 of 30 (3%) graduates in 2008 to 17 of 52 (33%) in 2018. A proportionally similar number of women graduating fellowship also practiced in an academic setting (23%). There were fewer female assistant, associate and full professors compared with their male counterparts. Women had lower h-indices compared with men even when controlling for years in practice (mean 11.4 vs. 8.2, p < 0.03). Despite the increase in women graduating from H&N surgery fellowships, gender disparities within academic rank and academic productivity as measured by h-index remain. While a proportional number of women completing fellowship are entering academic practice, additional investigation and support is needed to address the potential gender gaps identified within academic H&N surgery.

Experiences of Undergraduate Male Students in Nursing: On the Outside Looking in.

Measures to improve gender diversity of the profession have yielded only a modicum of progress. To investigate the relationship between marginalization and gender minorities in baccalaureate nursing programs in the United States. A descriptive cross-sectional study compared self-reported marginalization in male and female baccalaureate nursing students. The sample was drawn from the American Association of Colleges of Nursing database of US baccalaureate nursing programs, and the Englund Marginality Index (EMI) was used to measure marginalization, along with a demographic survey. In the study, 6480 full-time baccalaureate students from a traditional face-to-face nursing program in the United States participated. The results show that male participants had higher EMI scores (mean = 40.0, SD = 9.1) compared with female nursing students (mean = 35.1, SD = 9.0); t(6478) = 14.9, P < .001. Marginalizing behaviors must not be tolerated or promulgated. More needs to be done to better support and integrate men into nursing programs as they bring forth a unique perspective and skill set to the profession.

Examining perspective-taking skills in introductory geoscience students

Despite concerted efforts aimed at improving gender diversity in the discipline, the underrepresentation of women continues to persist in the geoscience domain. Research suggests that successful completion of introductory undergraduate STEM coursework is pivotal to the retention of students in STEM major programs and that spatial skills are fundamental to STEM learning at the introductory level. This study examines the relations between a specific type of spatial skill important to geoscience reasoning, perspective-taking skills, and conventional measures of academic achievement (i.e., grade point average and course-based assessment) critical for continuation in STEM major programs. Additionally, this study queries whether or not students’ perspective-taking skills improve after five-weeks of introductory geoscience coursework, and if this skill differs between genders. Students enrolled in an undergraduate Natural Hazards and Disasters geoscience course completed a measure of perspective-taking at the beginning and midway through the course. Results revealed that students’ perspective-taking skills were not related to their performance on conventional measures of academic achievement, and that they did not improve after five weeks of coursework. However, we did find that men outperform women on the measure of perspective-taking both at the beginning and midway through the course. These findings may have broad implications for interventions aimed at improving the retention of women in geoscience by bolstering women’s perspective-taking skills.

Surgical Fellowships Demonstrate Variable Improvement in Gender Representation Despite Greater Female Enrollment in General Surgery Residencies

Despite increasing female representation in General Surgery (GS) residency training programs, proportional improvement of female enrollment in surgical fellowships has yet to be quantified. We aimed to assess if female enrollment in surgical fellowships has improved at an equivalent rate in 7 different surgical fellowship options after GS. Data were collected from Accreditation Council for Graduate Medical Education (ACGME) resources which disclosed active resident and fellow characteristics. Gender identification was self-reported by residents to ACGME. Gender data collected for GS programs and surgical fellowships including Surgical Critical Care, Colon, and Rectal Surgery, Pediatric Surgery, Plastic Surgery, Surgical Oncology, Thoracic Surgery, and Vascular Surgery from annual reports. Pearson Chi-squared analysis was conducted between GS residencies and fellowship programs in their corresponding years using Stata15 software. In all years examined, fellowships in Vascular, Thoracic, and Plastic Surgery had significantly lower female enrollment in proportion to the number of female GS residents (p = <0.02). In all years examined, Surgical Oncology, Pediatric, Colon and Rectal, and Surgical Critical Care had female enrollment that was, at minimum, proportional to female enrollment in GS residency, indicating equitable gender representation. Surgical Oncology (2016), Pediatric (2020) and Surgical Critical Care (2016) fellowships each had 1 year where female enrollment was significantly higher than General Surgery. The enrollment of female surgeons in Plastic, Vascular, and Thoracic Surgery fellowships has not improved proportionally despite an increase in female GS residents. These results suggest the possibility of persistent factors that deter female enrollment in Vascular, Thoracic and Plastic Surgery fellowships that are not present to the same degree in fields with equitable fellowship female enrollment. Female representation in surgical fellowships is vital to improving gender diversity in all disciplines of surgery, particularly academic surgery.

LGBTQ+ in workplace: a systematic review and reconsideration

PurposeThe inclusion of LGBTQ + persons (lesbian, gay, bisexual, transgender, queer and having other sexual orientations and gender identities) is a crucial step in improving gender diversity in the workplace; however, till date, it remains a significant challenge for human resource management professionals. The current study critically examines this issue of an inclusive workplace for LGBTQ + people through a systematic review of the existing research that has empirically studied their experiences at the workplace. It also examines the resistance and challenges organizations face in LGBTQ + diversity training and provides future research avenues.Design/methodology/approachFor systematically reviewing the literature, Preferred Reporting Items for Systematic reviews and Meta-Analyses (PRISMA) model has been used. A total of 101 empirical studies have been reviewed.FindingsThe result shows that LGBTQ + people encounter multiple negative workplace experiences, including proximal (hiring discrimination and housing discrimination) and distal workplace discrimination (unsafe work climate, microaggressions and harassment). These aversive experiences lead to work stress while also mandating that people manage their sexual identity and style of dressing. This stress, in turn, impacts their work–family outcomes, job satisfaction and decision-making with regard to their careers.Originality/valueThe paper provides a holistic understanding of the aversive workplace experiences encountered by sexual minorities.